Harassment Based on Sexual Orientation
Harassment based on sexual orientation is perpetuated by homophobia. You do not have to handle it alone. No one deserves harassment. The University is committed to creating and maintaining a safe environment for all students, staff, and faculty.
Whom can one speak to about harassment?
SHARE (Sexual Harassment/Assault Advising, Resources, and Education)
McCosh Health Center, Second Floor, Room 217
SHARE after hours location: McCosh Health Center, Second Floor, Inpatient Services
Phone: 258.3310
The LGBT Center
246 Frist Campus Center
Debbie Bazarsky, Director
Phone: 258.1353
Email: bazarsky@princeton.edu
179 Nassau Street, Suite D
Camilo Azcarate, University Ombudsman
Phone: 258.1775
Email: ombuds@princeton.edu
The Ombuds office handles all forms of harassment.
Murray-Dodge Hall
Rev. Paul Raushenbush, Dean of Religious Life
Phone: 258.6245
Email: praushen@princeton.edu
Associate Provost for Institutional Equity
Terri Harris Reid
321 Nassau Hall
Phone: 258.6110
Email: thr@princeton.edu
200 Elm Drive
Phone: 258.3134
Email: pusafety@princeton.edu
For reporting incidents when one would like an investigation or police action taken, contact Public Safety.
How Does the University Define Sexual Harassment?
The University defines sexual harassment as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
(Rights, Rules, Responsibilities, 2004 Edition, University-Wide Conduct Regulations, pp. 4, 5)
What is Harassment Based on Sexual Orientation?
Harassment based on sexual orientation is unwanted verbal or physical conduct based on a person's perceived sexual orientation when the conduct has the effect of unreasonably interfering with an individual's work, academic performance, or living conditions by creating an intimidating, hostile, or offensive environment.
Examples of harassment based on sexual orientation may include:
Harassment based on sexual orientation may result in the following effects:
How Does One Deal with Harassment Based on Sexual Orientation?
People who harass will have no reason to stop unless they are challenged. Therefore, it is imperative to support and encourage targets of harassment to come forward. Indeed, supervisors have an institutional and legal responsibility to respond to these concerns appropriately. However, many people do not report their experiences. They are afraid they will not be believed or that others will say they "asked for it". It's natural in such circumstances to feel uncomfortable and worried. Yet, ignoring or minimizing the problem will not make it go away.
You can sometimes stop harassment by taking direct action. If you believe you are being, or have been, sexually harassed, you should take the following steps immediately:
How Does One Respond to an Incident?
You should know that if you believe you have been sexually harassed, you have options for addressing such conduct. The University's response system is designed to afford a complainant (the person who is bringing a charge) and a respondent (the person who is answering a charge), a fair, prompt, and appropriate resolution process. The process is designed to help persons who need support as they address these incidents and incorporates both informal resolutions and formal disciplinary procedures.
To resolve a complaint informally, a University designated individual will privately mediate an agreement between two parties who do not need to meet face to face. If the terms of the agreement are kept, the matter is considered closed and no disciplinary action is involved.
A formal sexual harassment complaint is handled by the University judicial system. The protocol for handling informal and formal complaints is available from SHARE, designated individuals or any of the other resources offered here. The Princeton publication of its Rights, Rules, and Responsibilities also contains sections that clearly outline the procedure used when dealing with formal complaints.
If you witness or experience harassment or discrimination based on sexual orientation, the SHARE Office provides a completely confidential place to discuss your concerns. You will obtain information, advice, or help with initiating a complaint or filing a private report. The Ombuds Officer, deans of student life, human resources region managers, associate deans of faculty, and directors of studies are all available to answer questions and provide information on University policies and procedures for resolving conflicts between individuals and /or groups. In addition to those above, you may also report an incident to the Office of Public Safety or the LGBT Student Services Coordinator.
What Confidentiality is Guaranteed?
The Most Confidential Communication
Conversations with confidential counselors listed in this pamphlet afford complainants and respondents the highest level of confidentiality. Conversations with confidential counselors are not disclosed to anyone (unless there is a threat of physical harm to that individual or others) without the expressed permission of the person seeking advice. Members of the University community who wish only to talk about their experience and are gathering information about the University system for responding to incidents of sexual harassment, should first seek the advice of a confidential counselor to ensure that those conversations receive the maximum degree of protection from disclosure.
Private Communication
Conversations with designated individuals afford complainants and respondents private but less confidential communication. The primary role of the designated individuals is to see that the institution responds promptly and fairly to complaints of sexual harassment. Designated individuals are able to answer questions, provide guidance, discuss options, mediate informal complaint resolutions, and, when necessary, refer persons to other appropriate resources.
Unlike confidential counselors, who have protected confidentiality, designated individuals, with knowledge of actionable harassment, have institutional responsibility to take prompt and appropriate steps to resolve complaints. It may be determined that the allegations constitute such a serious threat to the well-being of the community that an informal resolution is inappropriate. In such cases, the University reserves the right to pursue further action.